The Coat Is Big On You

PONDER THIS OVER THE WEEKEND:  One way to be a great leader

My friend, Jerry, accepted a new job years ago leading an organization.  A woman walked up to him after he did his first talk in front of about 100 members of the team, and said,

"The coat is big on you, but you'll grow into it."

Jerry accepted her encouragement and continued to grow for years to come.  He is a strong, servant leader today.  That woman has returned to Jerry to say the coat fits him a lot better.

How big is your "coat?"  (Coat = your responsibilities, professional or personal)

How well does it fit?

Are you the young child wearing an older sibling's clothes thinking you are better than you are?

Are you worried you will never grow into the "coat" you are currently wearing?

Are you wearing the wrong "coat," but are afraid to change?

How can you be a better leader?

For most leaders there is only one way to reach the destinations you have defined in life: 

WHERE:  Choose your destination.

HOW:  Define how you will get there.

WHEN:  Daily or weekly check your map, and adjust your rudder. 

RISK:  Don't get tempted into following a fatal sunset, a half-truth rabbit trail, a shortcut.

On Thursday and Friday, January 12-13 of this year we moved from just north of San Francisco, California to Sisters, in Central Oregon, about 20 miles northwest of Bend.  We split the journey in two, first driving to Redding, California on Thursday.  We arrived after midnight, got some sleep, and finished the drive through snowy, icy roads the next day, Friday, the 13th.

That Friday was the end of the worst series of snowstorms Central Oregon has experienced since 1992.  The temperature was in the 20's as we arrived on schedule at 4:00 p.m.

Jerry got three of his faith brothers there at the same time - Mark, Spencer, and Chris.  They, along with our son Jeff, his friend Ted, and me, unloaded our 26' moving truck, 20' moving truck, plus our Chevy Suburban and Toyota Sienna that were stuffed to the gills. 

Jerry was outside the entire time in the cold.  He was in the trucks and at the cars.  Two others grabbed stuff from him and carried each item across about 20' of ice and snow to the front door.  Four others, including me, worked inside our new home carrying things to the different rooms.

Jerry helped us although his house was partially flooded due to snow damage.  Some of his walls were literally bulging out with water.  His wife, Lois, made a dinner for us to eat the next night and put it in our new home's refrigerator.  She even hung a Happy Birthday sign from the ceiling for our youngest child, whose birthday was that day.

Can you imagine how I felt as four men I did not know worked tirelessly to help us?  I had only met Jerry once.  We had never met the others. 

How do you think we felt in response to Lois' kindness?  She didn't just stand around, either.  She helped my wife, Terry, begin to unpack.  Her warm, beautiful smile and encouragement went a long way to boost our tired spirits.

I cannot describe the joy I felt.  It just hit me in my heart and overflowed warmth throughout my soul about an hour or two into the unloading process.  We were where we were supposed to be.

Why?  Because of the people (Mark, Spencer, Chris, Jeff, Ted, Lois, and Jerry).

After the last item was brought into our house Jerry told our son, Jeff, "You know, I touched everything your parents own."  He was not boasting.  He was hinting, and being encouraging.

Jerry is a leader.  Think of how you serve your people.  How do you communicate brotherly love in memorable ways to the men and women in your organization?

Are you a SYSTEMATIC, consistent role model for the behaviors you want them to have? Do you make certain each of your people are engaged in work they find MEANINGFUL? How often do you communicate the SINCERE GRATITUDE you have for each of your people, in ways they prefer?

Jerry worked a system to get our stuff unloaded and in the house.  He had each member of our team working towards a common goal that was meaningful to us.  He constantly complimented and encouraged us in sub-freezing weather.

We may not live in Sisters long, or maybe we will.  However, I will always remember the kindness of Mark, Spencer, Chris, Jeff, Ted, and Jerry.  As long as I'm in Sisters, I will welcome the opportunities I have to get to know Jerry better. 

Why? He is clearly trying to live what he believes.  He is a leader who is intentionally trying to bless others.  No one is perfect, as in flawless, but Jerry seems perfect as in "complete" in his approach to serve people.

P.S.  I met with Jerry three days ago for our weekly coffee.  He told me the story of telling Jeff that he had touched everything we own.  Then he shared the reason why touching all of our possessions was important to him:

Everything he touched he prayed over, asking God to bless us with prosperity, community, and peace. 

Again, Jerry did not share this with me to boast.  He did it to encourage me.

WHAT ABOUT YOU?  (And me.)

How are you going to encourage someone today? "How can I motivate my employees?" - I get asked this often.  One behavior that always helps is sincere encouragement.

Will they remember it? If not, why not?

I hope our paths cross this year and I can encourage you in your journey.

P.P.S.  Jerry Kaplan is the pastor of the Sisters campus of Westside Church.

3 Tips to Un-Suck Your Assessments

Talent Assessments are a process, not a single activity.

We had a situation recently where a help desk candidate took one of our Talent Assessments.  The results look good in the report, but the results were wrong.

We identified the contradiction and recommended the Client not hire the person.  They were very pleased that we saved them from hiring a great actor, instead of a true superstar.

If they had simply been buying the online assessment without our consulting service they would have made a costly mistake.

Do your DISC or other type of assessments "suck" but you put up with them?  Are they inaccurate, or do you wish they told you more?

How could the results be wrong?

Our online Dual Perspective Service assessments confirm a person's behaviors and driving forces / motivators, with a "Sales" version for sales professionals and another "General" version for other employees or job candidates. 

We also have a Triple Perspective Service that integrates confirmation of the person's work competencies to further increase the accuracy of the report from 80-85% to 90-95%. 

Probably 25-50 million people have taken these assessments that you can order on our website.  This is powerful validation of the different versions of our online assessments.

Yet in this case, the online assessment results were wrong.  To be candid, this is not the first time this has happened.  The good news is our proven process catches these errors and helps our Clients make better decisions on more realistic data.

The reason the online assessment by itself failed is that some people answer based on what they think they are, versus who they really are. 

Sometimes this is because the job candidate or employee is trying to manipulate the results of the report.  In the situation I mentioned above I believe it was simply the job candidate thought he behaved differently than he actually did.

Have you ever had an employee who thought he or she was better than they actually were on the job?

Yes, we have been there, done that too. 

Therefore we have a process to avoid repeating that mistake.  It hurt too much, and cost a lot of money and time when it happened earlier in our careers.

TIP #1

If you just order a DISC assessment to consider a person's behaviors, then you lack insights into the driving forces / motivators that make them behave that way.  You are actually missing the most important information.  You have to understand and appeal to what motivates a person for them to improve. 

Managing by reacting to their behaviors is significantly less effective than understanding and intentionally engaging them based on their driving forces / motivators / values.

It's like you are addressing the "symptoms" of a problem, rather than the "disease."

TIP #2

The power of assessing someone's work behaviors, motivations, and competencies is a combination of three activities:

1  -  Your online assessment is weak.  We are surprised at how many of our competitors' reports are incredibly generic and lack depth.  We are convinced the organization that provides us with our assessments is the best value in the world for a comprehensive, accurate report.

2  -  You have a weak or incomplete process for a job candidate or employee to complete the online assessment, and confirm its results.  Too many companies just have someone take their online assessment instead of follow a complete process to gain a full perspective on the person.

When you fail in this area it's like buying a new 3/8 inch drill bit because you need to drill 3/8 inch holes.  However, you only drill halfway through the wood each time you need a 3/8 inch hole.  The initial hole in the wood looks great, but because you do not complete the process it does not help you achieve your goals.  It is an incomplete hole that is not used.  It only provides momentary inspiration. 

3  -  You do not consistently apply what was learned in the assessment process after it is completed.  Too many people pay for an assessment and find the results interesting, but then do not ever look at them again, or apply the results to help individuals prosper.

TIP #3

The people who advise you on the results of the assessments are a key factor in whether the results you get are accurate. 

I encourage you to get real.  Most of you could be getting a lot more for the money you are spending for online assessments of job candidate and employee work behaviors, driving forces / motivators, and/or competencies.

If you are not are ready a Client of our Talent Assessments, then we are willing to give you one for free to experience the process.  Just email us at info@MANAGEtoWIN.com.

If you prefer not to use our assessments, then please consider my advice above to strengthen your process and achieve a much higher ROI from your evaluation of job candidates and employees.

I hope your 2017 is off to a strong start.

3 Strands LEADERSHIP & Follow-up to W.I.N.

More than 100 studies confirm 80% or more of employees are NOT fully engaged (Tony Schwartz, Harvard Business Review, 9/19/2011).  They are not doing their best.

Think about that for a moment...  If only 20% of your team is trying their hardest to win in the sport you are playing - baseball, basketball, soccer, football, water polo... that is only 2 out of 10 of your players are giving it everything they've got...  then how well will your team perform against the competition?

Your team will do poorly.  The same goes for your business. 

Gallup studies confirm world class companies with full engaged employees have about a 5:1 advantage over average companies and grow 2.6X faster. 

I suggest the difference is 3strands LEADERSHIP.  The inspiration behind this “3strands” is from Ecclesiastes 4:12, which says:

“Though one may be overpowered and two can defend themselves, a cord of three strands is not quickly broken.”

The first strand of 3strands LEADERSHIP is Systematic Power.  How well you demonstrate Systematic Power separates people with leadership attributes vs. people with true leadership skills. 

The core leadership systems are how you hire, manage, develop, and retain top performing people on your team.  Defining and demonstrating Systematic Power enables you to be consistent role model who builds trust, and inspires greatness.

The second strand of 3strands LEADERSHIP is Meaningful Work.  Systems without meaning have no lasting value.  GREAT Leaders create self-motivating work environments for each individual of their team that link career tasks to their personal fulfillment.  This is the most important motivator of all - the unique personal satisfaction each employee gains from achieving results. 

The foundation of Meaningful Work for leaders is how you define and demonstrate your company culture cornerstones: 

• Mission With A Purpose (mission statement - why you are in business)
• Vision Motivating a Future (vision statement - where you are going as an organization)
• Non-Negotiable Values (3-10 statements with behavioral examples - how you do business)
• Accountability For Consistency (where most companies fail - living out their company culture cornerstones)

The third and final strand holds the other two together.  It is Sincere Gratitude.  This is how you confirm you value each team member's contribution in ways that they appreciate.  Tossing them a Starbucks card may just insult them.  You need to recognize them and reinforce they are important to your team based on their personal preferences. 

Reminder:  People do not remember what you say as much as they remember how you make them feel.

A key part of how you live out your 3strands LEADERSHIP is defining clear, measurable T.A.R.G.E.T. goals and then following-up to achieve superior results:

• Be a role model of 3strands LEADERSHIP systems
• Define and achieve T.A.R.G.E.T. goals
• Stop and revive yourself, and renew your focus in Sanctuary
• Consistently define and achieve a Weekly W.I.N.

Download my latest T.A.R.G.E.T. Goals Guide for Employees here. 

Weekly W.I.N.

"W.I.N." stands for What's Important Now?  I got it from Solid Networks of Modesto, California and use it with their permission. 

Each week take a Sanctuary break for self accountability.  Did you achieve what you set out to do this past week?  What are your very top priorities this upcoming week?  (There is more, but these steps are critical to achieving a Weekly WIN and annual TARGET goals.)

Sanctuary time is uninterrupted time.  Email and instant messaging is off.  No interruptions.  No phone calls.  Just focus your mind to work on your business, not in it.

Your Weekly WIN are the three most important milestones or tasks you must complete during the upcoming week to move closer to achieving your annual goals.  (Never define more than three strands so you stay focused on what is truly most important.)

Individually these activities may not seem very important, but collectively they are crucial small steps towards achieving meaningful work each year.  Over time the collection of these three weekly activities also protect us from failure or ongoing mistakes, systematically build a fortress of success, and strengthen our company's defense against competitors and anyone who might question our productivity

Some key thoughts:

1. The discipline of weekly achieving a Weekly WIN is a strong climbing “rope” (3strands LEADERSHIP) to reach your vision of success (whatever you have defined success to be).
2. Your Weekly WIN should be listed in order of priority.
3. You should review your Weekly WIN daily.  For your direct reports, we suggest you review their status either daily or on Tuesday (day 2) and Thursday (day 4) of each week for accountability.

Here is an example of a Weekly WIN:

Week of May 10, 2015

• Rehearse No Drama Charm School soft skill training presentation
• Complete final two Strategic Plans for my team
• Track work in our PSA (1) Enter all time;  (2)Confirm the Smith project process is entered correctly;  (3) Confirm contacts in our PSA are our primary Client contacts

Week of May 3, 2015

• Enter time for all of my work in our PSA software - COMPLETE
• Get Ralph to complete all of his Strategic Plans this week - COMPLETE

• Complete final edits to all current support documents - COMPLETE

One approach to managing the Weekly WIN's of your team...

Require your people to email their draft Weekly WIN, or post it on a common site like Basecamp or a ticket in your PSA, at least one day before you meet for your weekly 1:1.  This gives you time to review their key objectives for the week and prepare valuable feedback.  If they are holding themselves accountable and no manager is involved, then encourage them to follow this same process on their own, of course without the email.

Require that you confirm their Weekly WIN.  You might suggest or even require changes such as rewording or shifting their order of priority, but that is okay.  Share your insights and confirm they are focused on what is most important.

Require them to reserve time in their calendar to achieve their Weekly WIN.  These event entries protect time in their schedule to do the work, and allow them to balance this work throughout the week rather than rushing to complete the work at the last minute, or allowing unexpected needs to be overwhelmoing.

Not the plan

At 8:58 p.m. on Wednesday, October 20, 2016 I got a call on my mobile phone from Amanda, our oldest son Luke's wife.

She never calls me.

She had just gotten a call that Luke had been in a terrible car accident.  She was on her way to the scene now.  She did not know what condition he was in, but felt I should know.

That's a call you do not want to get. But I'd rather get the call, than not know.

Luke is in his 10^th year with the Los Angeles City Fire Department.  He was driving to his home in Central California after a training day.  He was within a few miles of home when a guy ran a stop sign and "T-boned" him

A "T-bone" is when two cars collide and form a "T."  This guy was driving a Dodge Grand Caravan.  Luke is alive today because the impact point on his Saturn caught enough of the frame of his car that comes down at the front of the driver's door.  If the other driver had hit Luke's car one foot more in the center of his driver's door, then Luke might have been killed.  (Yes, that is an actual photo of the wreck above.)

That evening Luke had no memory of the accident.  As a matter of fact, he did not even know what day it was.  He still has no memory of the accident, but has been able to assemble the facts of what happened through skid marks, the location of the wreck, and other facts.

We are extremely thankful that Luke did not have any broken bones or internal bleeding.  He has a nasty scar on his left temple, and has had other injuries that have kept him from returning to work.  However, he is alive and hopefully, will mostly heal.

This wasn't the plan Luke had that night.

Our plans can be compared to rock climbing.  Each move is planned.  Each grip carefully grabbed.  Every pinion methodically hammered in...  yet the unexpected happens.

What can you do when you have a plan, but something totally unforeseen occurs? Something where certain parts of your life can never be experienced again, and maybe you have to fight to hold on to what is left?

When "it wasn't the plan" occurs, DISRUPTION occurs.

EXAMPLE #1:  Perhaps you planned for significant growth in 2016 but it did not happen.

DISRUPTION:  Other plans are put on hold.  The question is, what will you do differently in 2017 so the mistakes of 2016 and earlier are less likely to be repeated?

EXAMPLE #2:  A top employee quits to work for another company.  He or she felt unappreciated in your organization or the other firm offers more growth.

DISRUPTION:  You have to find a replacement, which takes time, money, and risk (that your hiring decision will be correct - the new person you hire can perform at a similar level.)  What will you do differently as a leader to keep your employees more fully engaged and employed at your company longer?

EXAMPLE #3:  You lose a major Client or funding "commitment."

DISRUPTION:  You have to plan and methodically replace that revenue or funding.  If you scramble, you may make mistakes that cause more problems.  What will you do differently to make certain Clients stay with you, or funding commitments are REAL commitments?

EXAMPLE #4:  You get that call similar to the one I got about Luke, but maybe it is worse news.  Or maybe, just maybe, it's unexpectedly bad news about your health or someone hurts you physically.

My brother, Phil, was a strong, 6' 1" 205 pound electrician in excellent health.  At 49 years old he suddenly did not feel well and there seemed to be something in his chest or gut.  He went to the doctor.  He had leukemia.  No warning.  He gallantly fought a 13 year battle with the disease and died on February 13, 2014.

WHAT'S MY POINT?
 
You'll never see disruption before it occurs. You only get to live this year once. Do not live 2017 like you lived 2016.  Do it better.

Most people cannot comprehend this message.  They understand the words, but fail to comprehend the meaning.

Make changes on your own.  Hire a coach.  Work with a spiritual mentor. Do it better.

Don't be a poster child for the theory of insanity:  "The definition of insanity is doing something over and over again and expecting a different result."  (Sometimes attributed to Albert Einstein, but apparently he was not the first to say it, or maybe never said it.)

How should you plan for 2017? Start by committing to not waste the year.  Commit to be better. Do you need another example of why this is important? Then try this…  Scroll down the Hope Heals | About Us webpage to watch their video.

The truth is you do not know what tomorrow will bring forth.  Too often we hear someone boasting about what they will achieve or encouraging others to embrace the meaning of achieving some lofty goal for a new year.

Oftentimes those goals are fun to achieve.  Even meaningful. Then again, other times they are only a diversion.  A goal can be another lost year down Selfish Street or Distraction Drive.

Before you go driving down your 2017 road, first look in your rearview mirror. What did you leave behind last year that was under your control?

• A relationship?
• Your health?
• A meaningful goal that got crowded out by less important activities?

Or did something happen to you, or someone you appreciate, that was out of your / their control? Do not try to vindicate yourself this year.

If you sincerely want a better year, then you have to be intentional and disciplined.  You have to apply what you can learn from last year, rather than just race ahead.

Tenacity is applying what you learned and then keep trying.  Persistence is just to keep trying.  Notice the difference?  Choose to be tenacious.

Do not allow others to scream their selfish needs into your calendar and crowd out your meaningful life any more.

When you spend money, it is gone forever.  You traded it for a momentary pleasure.  In contrast, when you wisely invest money it goes to work for you.

Stop spending time foolishly.  You will never be this age again.

Decide how to invest your time in 2017 in ways that enable you to focus on what is truly most important. While you can.

P.S.  Thank you Katherine and Jay Wolf for reminding us that Hope Heals!

Uniters Wash Their Hands

Let me paraphrase an old teaching.  Then I can apply it specifically to leadership:

Wash your hands, you fools, and purify your hearts, you leaders with double standards...

The phrase, “wash your hands,” jumped off the page at me late last week.  I had to pause and let it sink in.

When faced with “dirty hands” – a problem - “Bad Bosses” too often procrastinate, avoid the issue, blame someone else, and/or take shortcuts.

UNITERS must make a different choice, and develop better habits.

Everyone can be a leader who seeks to UNITE people.  However, this requires us to “wash our hands” by ethically engaging our team to resolve problems in ways that make the issue unlikely to return.

Working with and/or directing others to resolve problems is more short-term work, but less long-term pain. My theme this month is being a UNITER, not a Divider.

Which type of person, or leader, are you? The first takes intentional effort.  The latter comes naturally to everyone in varying degrees.

Washing hands is not my problem.  (My Dad was a cleanliness freak and a great guy.) Wash your hands, you fools, and purify your hearts, you leaders with double standards...

The next command, however, is deeper.  Purify your heart is an ongoing issue because I am not flawless.  My thoughts are not always the best.  I make mistakes.

I am struck by the need to first “purify” our hearts rather than judge others.  When we do not hold ourselves accountable first, then we typically go straight to double standards.  That is not a UNITER discipline.

For instance, remember that person who was… Racing up the freeway and following your car so close that they were almost in your back seat?  Why was that jerk in such a hurry?  It was stressful and made you mad.

BUT, what about your behavior days before that when you were in a hurry driving?

Remember that person who was…  late delivering on their commitment to get you something?  That really messes you up!  How could they do that?  Don’t they have any integrity?

BUT, what about the deadline you missed recently, asked for an extension, and got it?  (Was that from the same person?)

Remember that boss, other employee, peer who is not treating you the way you want.  It can hurt your feelings, or maybe even make you mad.  Why do they have to be such a jerk?  Or so lazy?  Or whatever…?

BUT, what about when your tone of voice recently was sharp, condescending, or otherwise unpleasant?  When did you last say something negative about someone else in your workplace, and/or fail to compliment someone?

Your lack of appreciation triggered natural reciprocity.  This is the natural tendency to match someone else’s behavior.  (We teach this in our Workplace Drama course of Dave’s Charm School.)

This is just three examples.  I bet you have more.

Wash your hands, you fools, and purify your hearts, you leaders with double standards...

What could this ancient exhortation mean for leaders today? I suggest one application is the following: Commit to be a humble person of integrity who is a consistent role model for your company values and standards.  This is a UNITER.

Here are 7 steps to “wash your hands:”

1.  Submit

When making decisions, discern if the true sense of your heart, emotions you feel, the words you will speak, and the actions you will take, fully demonstrate your company values and standards.  Submit your desires to, and unite others through the higher purpose of your organization.

2.  Resist

Know the triggers to your bad habits.  Do not be tempted into emotion or shortcuts.  Recognize when something motivates you to react in a selfish way.  Stop.  Breathe.  Respond by choosing a healthier path.  Resist the reaction.  Choose the higher ground.  Unite by intentionally responding, not instinctively reacting.

3.  Accept

Take full responsibility for your portion of mistakes.  (Don't accept blame on behalf of others.)  Work to develop new, more powerful habits to avoid those mistakes in the future.  Accept your part in the problem, at times without requiring others to do the same.  Unite by reconciling with a positive spirit.

4.  Apologize

Don't be afraid to express sincere sorrow for your mistakes.  Remove the burden of guilt from your heart...  and your legacy.  Apologize respectfully so you can move forward with greater freedom.  Unite by building bridges.

5.  Be humble

Avoid double standards.  Hold yourself accountable to your company values and standards first.  Do it even when others are not.  Consider the life wounds of the other party, the facts, and the solution more than the comparatively brief impact of the problem or the pain of their disrespect.  Unite with humility.

6.  Encourage

Enforce and/or encourage accountability with employees / coworkers.  Do this by reminding people of your company values, standards, and the expectations of others.  Remind yourself and others that, "This is the way we behave in our family."  Ask questions and be open to ideas with integrity.  Be firm on what boundaries cannot be crossed.  Unite with encouragement and your example.

7. Be Thankful

Express sincere gratitude for your blessings and what you want to encourage in others.  It may be something small.  Do not let a person's mistakes block their positive traits from your consideration.  Unite with sincere gratitude.

Wash your hands often.  It removes possible disease.  It also is a visual reminder of a higher calling to cleanse ourselves of our weaknesses first, develop the strengths of others second, and always be actively uniting our people in meaningful work.

Be a Uniter, not a Divider

We are at a time in the history of the world when we need leaders who are uniters, not dividers.

DIVIDER EXAMPLE:  The toxic American presidential campaign of 2016.  This was an example of extreme narcissism by both candidates and voters.  Yet, as leaders, we must not be tempted to point fingers at others and dividing people by playing the “Blame Game.”

UNITER EXAMPLE:  Nelson Mandela.  No one is perfect, but Mandela could have easily chosen to be a divider.  Yet he consciously and intentionally chose to unite people.

Mandela, similar to President Ronald Reagan, achieved a lot with a smile and finding areas of commonality, yet during their leadership peaks there were multitudes of dividers working against them.

I would like to be that type of leader, a uniter.  Wouldn't you?

Get real.  Accept the fact that you are a role model.  This occurs intentionally or unintentionally, no matter what you job title is.

Good role models, or bad role models.  You have to make a conscious choice.  Otherwise you fall into the trap of being an example of more bad habits than you would prefer.

As we approach 2017, I implore you to develop new habits to improve your ability to demonstrate more integrity in all that you do, not just when you feel like it.

Choose to be a uniter, not a divider.

How can you strengthen your best habits or learn new ones to be more of a uniter?

One proven method:  Leaders who change the world around them for good take daily or weekly Sanctuary time to confirm they are still on course to achieve their life's purpose.  This can be 10 to 15 minutes once a week.

Sanctuary can be a longer weekly retreat with meditation, prayer, and assessment of how well you are living out your dreams.

Brief daily reflection is helpful.

Some leaders pause for 2 minutes every couple of hours as a quick self-check.

Without considering the road you have traveled, how can you expect to most efficiently, effectively, and safely get to your destination?

What type of role model are you?

If you daily or weekly assess what you are sensing in your heart, the emotions you feel, the words you speak, and the actions you take, then you are wise.  Most likely you are at peace, are productive, humble, and fulfilled in your work.

Is that the way you feel?

Self-accountability comes before holding others accountable.

WHAT ABOUT OTHERS?

The wisest man who ever lived advised that we must first improve ourselves before we focus significant effort to judge others.

I encourage you to develop the leadership habit and discipline of a Reality Check in weekly Sanctuary.  This is for your growth and personal fulfillment.  Here is a simple process to pilot Sanctuary in your professional and/or personal life:

#1 - Choose a day and time where you can be alone without distractions weekly for your in-depth Sanctuary time.  No email, instant messaging, texting, or phone interruptions.

#2 - Commit to a period of weekly Sanctuary time that is realistic.  You may want to start with as little as 10-15 minutes.  Or maybe 30-60 minutes.  The important thing is to be realistic and consistent.  You are developing a new habit.

#3 - Define your agenda.  In general, you are focusing on…
     - How well did I complete my key priorities for last week? 
     - What issues or questions do I need to resolve? 
     - What do I need to get done this week to stay on track to achieve my annual goals?
     - When do I need to schedule time in my calendar to achieve this week's priorities?

#4 - I suggest defining a Weekly W.I.N. (What's Important Now) in your Sanctuary time:
     - 1-3 tasks to complete weekly that relate to achieving your annual goals.
     - Schedule time in your calendar Monday-Wednesday to complete your Weekly WIN.  This way if you have to "fight a fire," then you can catch up on Thursday or Friday and still be on track.
     - Review your WIN at the start of each work day for self-accountability.
     - Your Weekly WIN is NOT a to-do list that lives on forever.

Develop this habit, and then teach it to your team.  Require them to meet with you weekly.  Your meeting agenda can be as simple as #3 above.

WHAT ABOUT THE DIVIDERS?

In brief, they are all around us and always will be. The primary problem is that people are instinctively selfish.

Selfishness increases due to the media, social media, manipulation by others, addictions, and how the pains of our life experience affect our reactive responses.

Dictionary.com defines a narcissist as “a person who is overly self-involved, and often vain and selfish.”

You can choose to be different. Start with a decision to be your best.

Get $1K of Stuart's advice free

Stuart Crawford is joining me for a webinar I'll be doing from the Ingram Micro ONE conference in Las Vegas tomorrow.

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Ulistic knows this, but more importantly they have proven life cycle marketing to work.

Now, faster than ever before Stuart and his team of 30 marketing experts are building healthy streams of new business opportunities from new prospects, lost opportunities, old clients and most importantly, existing customers.

So I invited Stuart back to share his secret sauce.  What is he doing that others are not, and why is it working?  Now we have to remember his methods work best when applied systematically by marketing professionals, but still there must be things you can learn and test.  (I will not allow this discussion to just be a sales pitch for Ulistic.)

Stuart promises to give us NEW WAYS to do marketing THAT WORK.  He will give us an overview on how to leverage a life cycle marketing strategy that positions your MSP as a thought leader, industry expert and the trust authority when it comes to the latest trends in technology.

Do you have questions?  EMAIL ME YOUR QUESTIONS!  It’s free marketing consulting.  (Free answers appeals to my Scottish blood...)

During this conversation Stuart and I will discuss:

• Why this strategy works over many other so-called “sure bets”
• Creating a life cycle marketing strategy
• What tools are available
• Why scoring engagement is crucial
• How a life cycle marketing strategy fits any sales process
• Examples of successful MSPs using life cycle marketing

Stuart is full of great ideas… and I have a few of my own.  You don’t want to miss this event.  YOU NEED THIS to prepare for 2017.

Don’t miss it – 11:00 a.m. PST on Tuesday, November 29.  Click here to register for, Life Cycle or No Cycle - DO SOMETHING!

WHY JOIN US?  Because sometimes you just need one new idea to fuel significant growth.

The Biggest Lie

Lying may be top of mind after this year’s political season, however telling lies, and believing them, is a daily habit rather than only something that occurs every four years or with political candidates.

Everyone lies.

Before you become offended, let’s start with my definition of a lie:

A lie is any conclusion or statement that is not entirely truthful.

The word “entirely” is important, but let me return to that in a moment.

What are the biggest lies? The ones we tell to ourselves, and believe.

For example, someone says something bad about someone you don’t like.  You instinctively believe them because it validates your previous conclusion.  However, only part of the statement was true.  The rest was exaggerated, misquoted, or mistaken.

This happens too with good information.  Why do so many people buy lottery tickets?  Because they tell themselves they can win, and believe it.  They turn a blind eye and deaf ear to the truth.  Do you think they build billion dollar casinos because the gamblers win?

Gamblers are suckers because they are liars.

The biggest lies are the lies we tell ourselves, and believe.  They can be optimistic or pessimistic.  But we all do it every day.  Some of us do it most every hour.

So…  why does this happen, and what can we do about it?

Here is what life and Lord have taught me thus far about lies:

#1 – Lies include a seed of truth

Every lie is based on a seed of truth.  A part, sometimes a very small part, of any lie is true or consistent with truth.  However then your ability to evaluate it gets distorted based on your life’s wounds, selfish desires, biased opinions, and/or sincere beliefs.

You do not have to listen to politicians for examples of how far truth can be stretched.  Just listen to yourself.

Most people exaggerate the happiness or problems in their life.  The potential of that next sale.  Their abilities.  Their marriage and relationships.  How their wrongful behavior is right.   We leave out details that might conflict with the conclusion we want to have.  We make assumptions based on a small fact, or worse, an opinion.

We lie to ourselves to get what we want, or to make it through the day.

However, lies are not always intentional.  They can be a habit, and based on good intentions…  which can also be a lie.  Yet too often our conclusions are twisted by our life experience, incomplete information, and poor habits for evaluating truth claims.

You can look back thousands of years to the first recorded story of a lie.  It was based on a seed of truth.

There was a beautiful garden.  A man and a woman lived there in complete joy, love, and relationship with each other and their God.  The historical text records only one thing they were told not to do:  To eat fruit from the tree of the knowledge of good and evil, for then they would die.

An evil being in the form of a serpent challenged the man and the woman to eat the fruit.  He tempted them by twisting a small truth.  The serpent seductively said that eating the fruit would make them more like God.  This was true, but there were also other consequences.  Just considering one fact can sound appealing.

The serpent left out the many reasons they should not eat the forbidden fruit.

They loved God.  God was their role model and even walked with them in the garden during the cool of the day.  The serpent made them think God must have made a mistake, or they had misunderstood.  To be more like Him would be good, not bad.  And of course, the fruit looked good to eat.  So the woman and the man ate it.

Bummer.

Just because something you read, hear, or feel has some truth to it, does not mean it is true.
 
#2 – Lies appeal to what we want, or are willing to believe

A lie includes a seed of truth, but our readiness and willingness to embrace the lie depends on how it appeals to our life’s wounds, selfish desires, biased opinions, and/or sincere beliefs.

A blatant example of lies that manipulated first one man and then others is Adolf Hitler.  He believed his own lies, and the resulting propaganda caused the deaths of an estimated 20 million people.

Each bold declaration of Hitler’s messaging manipulations were based on tidbits of truth that were distorted into words and actions of shame.  Truths intentionally twisted into evil.

Hitler defined what is known as a big lie.  For him it was a propaganda technique.  The first record Hitler’s mention of this technique was when he dictated his 1925 book Mein Kampf.  He recommended the use of a lie so "colossal" that no one would believe that someone "could have the impudence to distort the truth so infamously."

Joseph Goebbels, Hitler’s Propaganda Minister, is quoted as saying:

If you tell a lie big enough and keep repeating it, people will eventually come to believe it.

Although no written record can be found of him making that statement, Goebbels certainly did this in his life.  (The accuracy of the quote is unknown according to Wikiquote.)

If you notice, the “big lie” must first be embraced by the speaker, the person doing the lying.  The person first has to accept the lie, or at least a belief the lie is better than the truth, and then the damage begins.

Similarly, justifications for human slavery have shreds of facts, but are twisted truth to take advantage of others.

It is scary what we can do to ourselves and even the most defenseless among us.

#3 - Everyone lies

The truth is, everyone lies to themselves. My experience is people lie to themselves first, and at times to others second.

Do you think you only lie to yourself?  Or is that a lie?  It can be rather complicated...

The problem is the soil, water and nutrients that enable that seed of truth to grow is distorted by each individual's life experience.  We have areas of pain and shame in our past.  We have other memories of joy and hope.

Lies can be negative.  Lies can be positive.  It depends on which part of your life story a lie involves.  Both are equally destructive.

Too often we allow the emotions of our past experiences to retard or illogically extend the growth of a seed of truth into beliefs that are not 100 percent accurate.  Unfortunately the lies we tell ourselves hurt us, and often others.

#4 – Lies are shortcuts

Lies are sinister tricks where you attempt to get somewhere faster than you should.

For instance, the “big lie” of Hitler is not the greatest lie.

The greatest lie is not when someone tells you what you want to hear, they are not telling the truth, you instinctively know what they are saying or doing is wrong yet…

You repeat what they said to yourself, and believe it.

I have made this mistake more than once.  However one time almost destroyed me.  Someone told me what I wanted to hear, so I agreed to his plan.  The result was my biggest business failure.  (My fault for believing him, more than his fault for not telling the truth.)

Shortcuts rarely work, and are even less likely to sustain any momentary success they achieve.

Testing ideas.  Piloting processes.  These steps are not shortcuts that wisely lessen the time to achieve an objective.

In contrast, a lie jumps you forward without taking prudent steps to confirm truth with others and/or abandons the prompting to say “no.”

#5 - The foundation of lies

Selfishness. James, the half-brother of Jesus remarked in his letter to others (4:1-2):

What causes fights and quarrels among you?  Don’t they come from your desires that battle within you?  You desire but do not have, so you kill.  You covet but you cannot get what you want, so you quarrel and fight…

James wrote this about 2,000 years ago.  It is still true today, if not more so.  We live in an intensely narcissistic society.  It’s all about me.

Your intentions may be sincere and good…  to you. Or they may be wrong and you know it.  But you want something so badly that you justify the lie.

How to STOP LYING

#1 - Accept this fact:  You lie to yourself.  You cannot stop your addiction to lying until you take responsibility for your lying habit.

Learn to sense when you are triggered to believe a partial truth or a blatant lie.  Catching how you lie to yourself will enable to do it less often, or possibly barely at all.

#2 - You recognize a trigger, then what?  Simply pause and breathe.  Slow your thoughts and challenge your initial conclusions.  Look for bias to optimism or pessimism.

#3 - One test I ask myself is based on my life statement.  I ask myself if my conclusion, and pending words and/or actions meet this standard:

Every sense of my heart, every emotion I feel, every word I speak, and every action I take glorifies my Lord and Redeemer, Jesus Christ.

Remove my faith commitment if that makes you more comfortable.  (To leave it out when I share my life statement would mean I was lying to you!)

Try pausing, even momentarily, when triggered to lie or believe a lie.  Ask yourself:

Does “every sense of my heart, every emotion I feel, every word I are about to speak, and every action” I am about to take meets my standards?

Slowing yourself this way, or using this habit as a means to hold yourself accountable, may help you avoid pain.  You may stop lies before they do damage.

Again, I am far from perfect in this area, but I am trying.  I was raised to believe good intentions count, and you never stop trying.

#4 - Listen for a prompting.  A sense of whether “it” is right or wrong.  Pause when you sense concern.

My experience is the voice of truth speaks softly, whereas the seduction of a poor decision shouts loudly.  Evil threatens you:  “DO IT NOW!  IF YOU DON’T BELIEVE (the lie) THEN YOU LOSE!”  My experience is you always get another chance.

Sometimes you need to move quickly.  Depending on your behavioral style, you may rush decisions or delay them.  Too much in either direction can be unhealthy.  Take what I call “Goldilocks Time” to discern your next steps.  Not too quick, but not too long.  Just “the right” amount of time.

Often times you actually have more time to think than you believe you do, or you can make the right decision in less time than you expect.

Questions and sincere active listening uncover important details that affect your ultimate perception.

The voice of truth gives you a choice.

The selfish or evil force pressures you not to think.

#5 - Own your mistakes.  Apologize sincerely.  Watch for similar triggers in the future.  Learn and grow.

Dr. Henry Cloud in his book, Never Go Back, concludes the most successful people do not repeat mistakes.

Lying to yourself is a mistake. Work on stopping those lies, and you will enjoy life more.  Keep trying.
 
In conclusion…
 
Happy Thanksgiving!
 
I hope you are able to focus on what you love most this holiday season.  There is always something to be thankful for.

Blind Commitment

Good intentions do not always make good law, policy, or even words or actions. Sometimes good intentions can lead to bad decisions, like going down a roller coaster without being fully secured in your seat.

Example: Airbnb is demanding their hosts and renters give up their First Amendment rights, or be dropped from membership.

On Saturday, October 29, 2016 at 8:37 a.m. PST, I received the following email from Airbnb.

The Airbnb Community Commitment

Earlier this year, we launched a comprehensive effort to fight bias and discrimination in the Airbnb community. As a result of this effort, we’re asking everyone to agree to a Community Commitment beginning November 1, 2016. Agreeing to this commitment will affect your use of Airbnb, so we wanted to give you a heads up about it.

What is the Community Commitment?

You commit to treat everyone—regardless of race, religion, national origin, ethnicity, disability, sex, gender identity, sexual orientation or age—with respect, and without judgment or bias.

How do I accept the commitment?

On or after November 1, we’ll show you the commitment when you log in to or open the Airbnb website, mobile or tablet app and we’ll automatically ask you to accept.

What if I decline the commitment?

If you decline the commitment, you won’t be able to host or book using Airbnb, and you have the option to cancel your account. Once your account is canceled, future booked trips will be canceled. You will still be able to browse Airbnb but you won’t be able to book any reservations or host any guests.

What if I have feedback about the commitment?

We welcome your feedback about the Community Commitment and all of our nondiscrimination efforts. Feel free to read more about the commitment. You can also reach out to us at allbelong@airbnb.com.

The Airbnb Team

Sent with ♥ from Airbnb

WHAT DID I DO?

Here was my reply via email to Airbnb on Sunday, October 30 at 12:15 pm:

Dear Airbnb,

I fully support your desire for people to “respect” one another.  However, your demand that all hosts and renters “…treat everyone… without judgment or bias” is illogical, unreasonable, and unrealistic.  It also violates America’s First Amendment free speech rights.

1. Your Commitment requires your hosts and renters to lie, or lose their right to participate in your network.  Everyone who signs your commitment is lying.  It is so sad to see you strong-arming your community. The fact is hosts and people booking rooms ALWAYS are judging the hosts or environment they are renting.  No one accepts a person into their home, or purposefully rents a room/home from someone who makes them uncomfortable.Our heritage and beliefs spill over into our lifestyles, and we ALL make choices – including EVERYONE AT AIRBNB.(“Choices” are a form of “judgment” with “bias” to what we like. Choices are not necessarily prejudice.)
2. I did not join Airbnb to be part of a political movement.  I find it offensive that you want to force your beliefs on me, and especially in a way that is false.  Your broad statements are impossible for anyone to truly live out. I will drop from your network if this Commitment program is enacted as it is today.Unlike many of your members, I will not sacrifice my integrity to bow down to your demands.  There are plenty of other businesses and networks where I can reserve a room without having to submit to your prejudices.
3. Please note:  I work and have friendships with people that meet all of your criteria.  We have people of other races in our family.  I am loving and respectful with all of them.
4. Your Commitment requirement reminds me of Nazi Germany, not the idealistic standard you purport it to be.  I hope it is well-intentioned, but the way it is currently written is arrogant, shocking, and disappointing. Part of the closing comments of your email states: “We welcome your feedback about the Community Commitment and all of our nondiscrimination efforts.”  I don’t expect you to agree with me.  Your Commitment verbiage indicates you will not be respectful of my thoughts.  Either I kowtow to your demands, or I’m out. Can’t you see the judgment and bias in your own Commitment requirement?  I hope you choose to edit your Commitment standard to only have the word “respect” in it.  Please do not require people to lie.  Drop the words “judgment” and “bias.”

FOOTNOTE: Please be leaders who bring people together in work that is both collectively and individually meaningful. Be careful to avoid Airbnb’s mistake. Never divide people based on a lie, even if your intentions are good. Only demand a standard when it is necessary, and your standards are based on truth.

In reality, Airbnb could have achieved its sincere objective with the word “respect.”

Stuart Crawford and the power of company culture

Yesterday I talked with Stuart Crawford (@Ulistic) about the power of company culture. Stuart is the CEO of Ulistic, a company that provides marketing and consulting services to managed services providers.

More money is lost in the I.T. services industry from poor company culture than any other reason. From my experience with helping leaders of these organizations, it is absolutely crucial to have a positive, productive company culture.

Consider what we have to say based on a combined 59 years of experience in the industry. I think you will be challenged by this conversation.

A good conversation with James Kernan

This past Thursday I interviewed James Kernan (@JKernan) as he presented his 12 steps to a successful sales organization. James is the CEO of Kernan Consulting, a technology consulting company based out of the greater Omaha area.

Did you know James built a $384K IT reseller into $12M+ in three years? That was after as VP of Sales he helped grow another IT reseller from $8M to $32M. Not impressive enough? Well, then he drove sales at another IT reseller from $30M to $315M.

I think you will enjoy this discussion and identify at least one way to increase your sales. James has a lot of great experience, info, and advice for all types of business owners.

And...  don't miss my discuss with Stuart Crawford of Ulistic on company culture this Tuesday at 11:00 a.m. PST. Register here.

Kill the Snakes

Think of being in the front of a roller coaster, at the top of the ride, and you notice for the first time a snake wrapped around your leg.

What do you do?  Wait to kill the snake until the ride is over?

Ross Perot once said, “If you see a snake, just kill it - don't appoint a committee on snakes.”

I was reminded of this quote recently when several MSP owners deferred work to improve the leadership skills of a total of 9 managers/leaders in their organization.

Procrastination. Why? No time.

But coaching leaders to develop new skills and overcome weaknesses is only 1-2 hours a week.

Investing that time creates 2-4 hours of free time a week for the manager.  (A simple 2-to-1 ROI on the time investment.)

What’s the opportunity cost of this decision? A minimum of $10,000 a month (probably much more) for each manager who is not their best. Why does one manager’s weakness cost $10,000 a month minimum? Because not only is the manager not generating as much revenue as they could, lowering costs effectively and/or missing opportunities… BUT every person reporting to them is also failing to generate maximum revenue / profits, lowering costs, and/or creating new opportunities.

I respect each owner / executive who made this decision, but I cannot agree with it.  I think they are better leaders than this decision indicates.

GREAT Leaders make the hard decisions.  Sometimes you have to take a limited hit or relatively small expense (money or time) to correct a wrong, fix a weakness, or fill a knowledge gap.

You do this because the ROI on the investment easily outweighs the cost of the hard decision.

You see a snake.  You do not have time to kill it.  You let it slither around your office because it is not killing anyone yet, just distracting them.

A sluggard avoids making difficult decisions. GREAT Leaders, according to Dr. Henry Cloud in his book NEVER Go Back, make the hard decisions because they refuse to repeat mistakes.

How about you? Are you procrastinating, or do you have the guts to kill the snake?

Is Your Marketing Like Playing Fantasy Football? A webinar with Stuart Crawford of Ulistic

Save hours with one time-saving tip

Let me give you a quick time-saving tip.  Why?  Because a lot of what I teach leaders in our Certified LEADER course (starts next week) involves saving time.

If you have time and focus issues, then write a check for $10,000 and just stare at it.

The cost of procrastination and poorly managed time is typically $10,000+ a month).  If you disagree, then talk with me or Bob Andrews, a seasoned MSP veteran on our team.  We can help you find money.

What is today's Tuesday Tip? Simple file formatting saves hours, even when searching.

BAD FILE NAME FORMAT examples:

• job title.docx (For whom?  Date written?)
• job title 09-14-16  (Date does not sort yearly, monthly, and lastly, by day.)
• Business plan 2015.docx  (Date written or version?)
• David Russell_EventName 2016 Speaker Agreement.pdf  (A bit long...)
• Same file name after edits made  (You may need something from an earlier version.  Save it with a different date.)

What makes an efficient file name?

1. Date is included in the file name as YearMonthDay in the same place of all similar files so the files sort automatically.  It can be at the beginning, middle or end of the file name.
2. OPTION:  Categorize by file name.  I do this when saving reference documents for Charm School courses.  (See below)
3. OPTION:  Categorize by source name, such as I might save an article from Inc. Magazine for reference.  (See below)
4. OPTION:  Enter dashes "-" or underlines "_" between words if the file will be downloaded to eliminate the "20%" entries by some apps offering files to download.  For instance, the file "2016 Business Plan.docx" becomes "201620%Business20%Plan.docx" when downloaded if the file name has spaces between words instead of dashes or underlines.
5. I encourage you to keep your file names a "Goldilocks length."  Not too long.  Not too short.  Just the right length to view easily in a folder.

Here is an example of these principles:

     An employee strategic plan we develop as part of our LEADERSHIP Essentials Service:
 
          SP--Dispatch—LastName FirstName 160920
 
     A reference document with source noted, similar to the example above:
 
          Hiring_160801--Inc--8 Reasons to Fire

By the way, it helps to save old file versions in folders marked "Old Files" "Prior Versions" or something similar.

Save time to increase opportunity.  Often you can save a lot of time with simple changes to your systems, processes, and/or habits.

One Minute and Seven Seconds to Increase Sales

Has this been a Meaningful Monday for you?  If not, maybe you need to accelerate your sales...

The best way to do that is to improve your company culture and leadership.

“NO!” you say?  You want sales leads!

Okay.  Then click here to learn from Stuart Crawford of Ulistic next Tuesday at 11:00 a.m. PST.  He is the most creative marketers in the I.T. managed services industry.

Join me as we ask Stuart to share his secrets.  (He will.  Stuart is a 100% High “I” on the DISC scale.  Loves to talk, and is very open.)  You will learn new ways to develop profitable sales leads for your managed services sales, and increase existing client loyalty.

PLEASE NOTE:  Long-term you will increase sales more by improving your culture and leadership skills, but you still need sales leads and cool marketing.  That’s why I invited Stuart to join me.

Don’t miss it – 11:00 a.m. PST on Tuesday, October 4.  Click here to register for "Is Your Marketing Like Playing Fantasy Football?"

WHY JOIN US?  Because sometimes you just need a new idea to fuel significant growth...

Now that only took about a minute (or less) to read, right?

THURSDAY'S THRILL: Hold this trout...

Have you seen the old Saturday Night Live gag, Nick Burns, the company computer guy?

Rex Frank of Sea-Level Ops sent it to me before our discussion of soft skill training this past Tuesday.  Compare Nick’s approach to the Charm School behaviors you teach your people…  and the way they behave on the job.

Click here to learn more about how easy (and cheap) it is to use Dave’s Charm School in your organization.

What’s the “trout” I am talking about?  Read on…

Why do we have relationships with our Clients?

I suggest the key reason is CONNECTION.  Whether we are meeting with a prospective client for the first time, or at any time during our business relationship, one of the major reasons they work with us is connection.

What do I mean by "connection?"

#1 - Our services connect to solve business problems for them.

#2 - We connect new profits to their organization through innovative, reliable technology they did not realize existed, and/or knew how to fully use.  (And we prove it.)

#3 - We set expectations realistically, and connect with their trust by consistently meeting or exceeding those expectations.

#4 - When things go wrong for them, we connect their desire for a solution to rapid resolution.

#5 - They like us.  Yes, as silly as that sounds, it is true.  Clients who connect with us personally stay with us longer.

We can give Clients a wise the IT strategy, deliver flawless project implementation, and/or provide competent technical support.  Yet they can still have technology challenges due to competition, market changes, new government regulations, flawed manufacturer hardware or software, hackers, or another problem.

IT happens.

However, when it does, retaining Client relationships is relatively simple when we do the five things above consistently, correctly, and communicate well with our Clients.

But…  When we fail in any of these areas, retaining our Client relationships is like trying to hold on to a newly caught trout in your bare hands.

What is my point?

Keep It Simple, Superstar.  Get a better plan, and focus better on your implementation of it.

It actually is relatively simple.

A key leadership activity to improve your business is to define the key metrics of CONNECTION with your Clients as I have above.  Then implement a new habit or discipline:  Each week in your Sanctuary time, consider where your organization stands with each of your major Clients in these five areas, or a separate list of metrics you define.

Typically 3-7 metrics is plenty.  Get those right, and the others take care of themselves.

The discipline of weekly self-accountability will save you millions in the long run and maximize Client retention / profitability / WIN-WIN’s.

Thrill rides are for amusement parks, not Client relationships.  (Or employee relationships, but that’s a different conversation.)

Your Soft Skills Are WEAK, with Rex Frank of Sea Level Ops

Recently I spoke with Rex Frank, President of Sea Level Operations, discuss how important soft skills are for the success of your business.

Meaningful Monday

Q:  What makes a great company culture where every employee is doing Meaningful Work, the second strand of my 3strands LEADERSHIP principles?

A:  Hope.

Don't move on yet.  If a leader does not inspire hope in others, then their ability to achieve results is low. Assess your leadership abilities to engage people in meaningful work, and those skills in the leaders throughout your company.

Consider these two quick stories.  The first, of one person NOT engaged in their work, and the second about a person in a similar role who is doing meaningful work.  Then you judge the increased profits when everyone in your organization is doing what they love, and loving what they do.

EXAMPLE #1:  Unhappy Tech

The engineer enjoys working with information technology.  Let's say her name is Dorothy.  Her company is a reasonably good one.  Dorothy’s boss is a nice guy, but busy.  She has reasonable learning opportunities, but there is a gap.  Actually a few gaps...

Dorothy has a written career path from her boss, but her company does not allow her to take time to study for exams and certifications during work hours.  She is expected to work extra hours if she is to advance.  There is no bonus for Dorothy spend this additional time.

The learning assignments would be illegal if the Company required her to do them, but the learning is an option.  It is just that she does not get a raise in pay unless she completes the learning.

Dorothy's boss does little or no follow-up to confirm she is completing her career path, encourage her to do so, or help her to achieve any of the objectives.  Dorothy’s learning goals are only looked at about once a year during her performance review.

Another issue is Dorothy needs advice and/or the expertise of her boss from time to time, and often he is too busy to help her.  The work needs to be done, so she does the best that she can after seeking the advice of her peers and researching information online.  She only has a limited amount of time to seek the advice, do the research, and complete each service ticket.

When her boss later follows up with her, too often he is not happy with her work.  Rather than be open to the fact the work was done in an acceptable manner, he always (seems) to find something wrong.  Yet the Company put her in a position where she had no choice:  The client needed the work done and her boss was unwilling to make her requests for advice a priority.  As you can guess, this is no fun.

EXAMPLE #2 – Happy Tech

Suzie has a written career path that she developed with her boss, Rachel.  Her company allows her 2-4 hours weekly to study for exams and certifications during work hours, depending on how busy they are.  Suzie still has to invest time outside of work for additional study.  She gets bonuses for passing certifications, in varying amounts based on how much third party training cost to prepare her for the certification test.  Her salary is based on the amount of training and certifications she completes on her career path.

Suzie's boss discusses her learning objectives with her each week.  During the conversation they consider the best time of day for study, her most efficient learning methods, and Rachel answers questions related to the training that she knows from experience.

Suzie often asks Rachel how to do something.  Rachel answers her question and confirms Suzie understood, schedules time to help, or finds someone else to help her.  Rachel also works with Suzie to improve Company processes that could be better based on issues that Suzie comes across.

Suzie is supported by great employment and tech resolution systems (Systematic Power), while she does meaningful work, and Rachel’s attention to her reinforces Suzie is a priority both to her boss, and her Company.

Suzie loves what she does, and is doing what she loves.

Guess who is more productive and profitable, Suzie or Dorothy?  Suzie by a long shot.

Why?  Dorothy has a good guy for a manager, who is a Bad Boss.  Suzie has a nice woman for a manager, who stopped her Bad Boss habits a long time ago.

Which boss do you want to be?  It is a choice.

Need a Lifeline? 4 Leadership Tips

Bill Hybels did one of the best leadership talks of the year this past Sunday.  His version is faith-based and you can listen to it here or on the iTunes podcasts of Willow Creek Church.

Let me give you my secular version / summary so you can grasp why I feel his teaching is so relevant in September 2016.  (Bill says it much better, but some of you prefer that I limit my use of the "G-word" and related verbiage.)

Bill talks about four lifelines:

1.  Hold on to God’s promises

Don't run away yet.  This is powerful, but I promised a secular version.  My advice is when times are tough, when you are (finally?) ready to make that tough decision, when someone leaves you or a client abandons you after your organization has "died" for them, remember truth.

This too shall pass.  There are more opportunities.  Life has better times ahead, if you are willing to have a focus on Sincere Gratitude (3rd strand of 3strands LEADERSHIP).

2.  Gather information.

When you need a lifeline...  It seems that everything is crashing or you are under attack.  You are faced with a Fool's Choice (my August 18 newsletter / blog), and you do not want to make it.  You feel pressure.  There is a sense of urgency to decide.

What should you do?  Pause and gather information.  New information will open-up new decision possibilities.

3. Increase physical and spiritual disciplines.

When we are under pressure we often stop exercising our body, mind and spirit.  There does not seem to be time.  The fires are raging and we need to fight them.

That is a lie.  You must "feed" yourself - your body, mind, and spirit to emerge victorious from the attacks, pressure, and emotion.  Otherwise your systems are too weak to emerge from that battle...  and the next one...  and the next one.

4. Swim or Grab a Plank.

This is my favorite part of Bill's talk.  His point is often we get within 200 yards of our goal and we either give up, or wait for someone else to "do it" for us.  WHY?

Great leadership is a series of sprints.  When it seems like you are running a marathon instead, then pause for the three steps above, and then TAKE FULL RESPONSIBILITY for achieving the results you are seeking.  Make it happen.  If you are on course, you will reach your destination.

I love Bill's talk and hope you listen to it.  If not, consider these four nuggets over a great cup of java or tea.  Then get back in the fight...  there's a lot of life left to enjoy.

Are You Making a Fool's Choice?

For decades millions of Americans have lamented the Republican and Democratic candidates in our presidential election forced us to choose between the lesser of two bad options.  This is a classic Fool’s Choice.

A Fool’s Choice is when we mistakenly think there are only two options, when in reality there are more.

In 2016 the Republican and Democratic nominees have hit a new low.  Both Hillary Clinton and Donald Trump individually are terrible candidates for a number of reasons, but my primary concern is that they both lack character.

President Abraham Lincoln once said, “Reputation is the shadow.  Character is the tree.”

DO NOT BE FOOLED.

Leaders have a responsibility as citizens to vote in our elections.  We must participate in the democratic process whether the candidates are ideal, average, or below average.

If you do not vote, then do not complain about the outcomes.

You are unwilling to participate, therefore you have to take what you get.  As a role model, if enough others follow your example then you can look forward to the day when you will no longer be allowed to vote.  Study history for that lesson.

Therefore GREAT leaders must vote in every election.

Anyone can demonstrate good character when the choices before them are simple and offer a greater reward for being a person of integrity.  The true test of a person’s character is when they are amidst hardship or faced with temptation.

Politics is full of hardship and temptation.

As leaders during the most confusing American presidential election of the last 100 years, if not ever, here are some thoughts for you to consider:

#1 – Sincere Gratitude

Be thankful we live in a country that allows us to participate in in electing the people who govern our nation, and issues that affect our lives.

If you lack an appreciation for this fundamental right of all Americans, and many other nations, then this is a good place to start.  Even today in many nations you can be imprisoned or killed for complaining about government leaders.  Freedom and the right to vote are incredible blessings.

#2 – Role Model

Whether you like it or not, you are role model for others.  Therefore leaders must set an example of how to behave like responsible citizens, which includes:

• Be educated about the issues

• Make decisions based on facts, not emotion or partial truths

• Be fair

• Be respectful of other people's views when different

• Become as involved in the political process as you feel called to be

The minimum involvement is to vote AFTER educating yourself on the candidates and issues.

#3 – Choose

This presidential election we have five U.S. 2016 presidential nominees (alphabetically by last name, party name) that are on the ballots in at least 20 states.  Another option is a protest vote by entering a serious write-in candidate if you prefer.

Darrell Castle, Constitution

Hillary Clinton, Democratic

Gary Johnson, Libertarian

Jill Stein, Green

Donald Trump, Republican

Keep in mind there are other issues and offices you must understand and vote on also.

And remember, voting for a candidate outside the Republican / Democratic nominees may then increase the power of your most hated main party nominee to get elected.

#4 – Wisdom

Have the discernment to understand all media outlets have a bias.

Online commentary is even worse.  As you consider information about any candidate or issue, try to "peel back the onion" and get beyond the "symptoms" to discern the facts, or true "disease" / real information to consider.

Our nation and the world in general is in a very fragile state.

Your careful, discerning participation in the democratic process of your country is needed.

#5 - The Team is MORE IMPORTANT than the Candidate

This varies by candidate, but the majority of impact of any candidate who is elected President of the United States will be the people who are appointed to their Cabinet, Supreme Court, and senior government leadership positions.

For instance, Donald Trump may sound foolish at times, but it is highly likely that he knows how to surround himself with at least some brilliant people and let them make the final decisions.  Otherwise he would not be a billionaire today.

In contrast, the history of Hillary Clinton's approach seems to be more of a leader who makes most if not all of the decisions, and her minions are simply responsible for implementing and/or protecting her mandates.

I do not know enough about the other candidates to comment on their approach.

My encouragement is for you to PLEASE consider which candidate will surround themselves with more people of integrity and wisdom.

These people, not the candidate, will make most of the tough decisions that need to be made and/or be primarily responsible for defining and implementing new laws.  Ideally these men and women are leaders who will enable America to experience a revival of its soul.  Their decisions will either miraculously stop our freefall into narcissism, unsustainable government growth, spending, and debt…  or accelerate our downward spiral.

I could go on, but let me conclude by emphasizing two key points:

#1 - Leaders have to make difficult decisions.

One of the decisions American leaders have to make this year is who will get their vote for President.  Do not underestimate the power of your individual vote.  Do not neglect the responsibility to vote.

The wisest teacher who ever lived advised leaders to be, “…as shrewd as snakes and as innocent as doves.”  I encourage you to find a similar balance on your ballot choices in November 2016.

#2 – Look deep, be wise

Look beyond your distaste for each candidate.  To have that alone guide your decision would be a mistake because you are making a choice based on simply a symptom or the surface of the situation.  Go deeper and consider not only their background as a leader, but who they will put into influential government positions.

Their team will either protect you and enable you to prosper, or take away your liberties.

If you are unwilling or hesitant to carefully decide on a presidential candidate, are you procrastinating making the hard decisions necessary to grow your business.

If so, let’s talk. Email us some dates/times that work best for you, or meet me at XChange next week.